강요된 초과근무가 직무 태도에 미치는 영향 : 심리적 계약 위반의 매개효과

Overtime work is more than long hours of work. Not all overtime work is voluntary and can be distinguished from the employee's point of view whether it is voluntary or forced by the organization. Compared to voluntary overtime work, forced overtime work is reported to have a negative effect on job attitudes such as job burnout and job satisfaction. However, previous studies did not examine the specific mediators of how forced overtime negatively affects job attitudes. When hired, employees enter into an implicit psychological contract in addition to a formal contract with the organization. Unlike a formal contract, whether or not a psychological contract is breached depends on the subjective perception of the employee. Employees will determine that the organization has violated the psychological contract if the overtime work is forced by the organization. In this vein, the purpose of this study is to investigate empirically whether employees who experienced forced overtime work feel psychological contract violations, and whether such violations result in changes in job satisfaction and turnover intention. In order to test the hypotheses, we surveyed 258 employees in Korea. As a result, it was confirmed that the forced overtime work was related to the negative job attitude through the mediation of psychological contract violation. This study suggests that forced overtime is not desirable, and that if forced overtime work is inevitable, then adequate compensation needs to be provided to avoid the employee's negative job attitude.